We believe in People!
The understanding that culture is important has in recent years become a major focus area for many companies.
Research says that managers want better information on how to better utilize the strengths of employees. The tools they have seen today are not adapted to the everyday lives of managers. Quick and easy overview of what matters for how to manage the organization tomorrow.Based on this, we started Xientia to give leaders better tools to describe how the organization really is. The analyzes should be easy to interpret and implement for all employees.
The reports must be easy for the leader to understand, there will be no need for long courses and certifications. It should be natural to use it as one of the manager's tools in daily operations. It is simply difficult to find out what the culture of the company really is. We believe in the importance of the strengths of each individual and how to take full advantage of this in an organization.
There was a lot of solutions out there, but the products were mostly based on the gut feeling of consultants, or large expensive analyzes that were reserved for the largest organizations. Something was certainly right, but most had no reality.
We believe in leaders who believe in their employees.
Based on our experience we developed a completely new analysis fully digitized to more efficient analyze the people in the organization. This means that leaders at all levels have easy access to those they lead and want to see the strengths and challenges that exist.
Changes are happening faster today, and it will only continue to increase.
Therefore, it is important to have an understanding of how the connection between Strategy, Surroundings and people will be. Showing trust and being a transparent company makes the employees more confident and therefore will give the management input on how it really is below the surface.
Engagement is not enough
Contrary to the ‘I’ point of view analyzed in engagement surveys – Culture EXPLOIT seek to understand the ‘We’, or Passion VS Purpose.
Employees who exhibit low purpose and low passion — those who don’t like their jobs and believe they have little impact — fell in the 10th percentile in terms of performance.
Those who love their jobs and believe their work has meaning — high passion and high purpose, in other words — fell in the 80th percentile in terms of performance. Actually is these two not very surprising.
But what if you had only one or the other — only passion or purpose? What would the difference be?
According to Hansen, it would be huge.
Employees who love their jobs but don’t believe their work has meaning — high passion but low purpose, in other words — performed at the 20th percentile.
Those who aren’t crazy about their jobs but believe they make a difference — low passion and high purpose — perform at the 64th percentile.
According to Berkeley Professor Morten Hansen.
Simply the best way to manage your people
Employee attitudes can make or break your business.
What is important to know: How to get the employees and leaders moving in the right direction.
60 - 70 % of all changes fail due to lack of knowledge about the human capital in the organization.
There are continually faster and more disrupting changes in the surroundings that lead to changes in the strategy and adjustments in the organization.
This is leading to increased degree of innovation, globalization and digitization, people are required to work across functions and countries. Breaking down the silos is not easy, but necessary.
Culture EXPLOIT is powered by Xientia
Culture Exploit is the name of the product and Xientia is the name of the company that owns and develops the products.
Explore your Blindspots and EXPLOIT your Sweetspots
Culture Exploit consists of 36 dimensions that affect culture. Topics include: entrepreneurship, results, agile processes, environment, diversity, communication, team, harassment, vision, purpose, values and strategy.
It is made based on the mindset of former professor at the MIT Sloan school of Management Edgar Schein, and contains ideas from Carole Dweck (Growth Mindset), Angela Duckworth (Grit), Pat Lencioni (5 Behaviors) and Wharton professor and author Adam Grant.